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Management Study Program, Faculty of Economics and Business, Widyagama University Malang, "The Influence of Organizational Culture and Quality of Work Life on Motivation and Its Implications for Employee Loyalty (Study of PT. Kutai Timber Indonesia Employees)".Supervisor 1: Adya Hermawati, Supervisor 2: Soedjono M.M. This research aims to identify the influence of organizational culture and Quality of Work Life on employee motivation, as well as its implications for employee loyalty. A healthy organizational culture and good Quality of Work Life can act as crucial factors in building high motivation among employees, which in turn can form strong loyalty. This research method uses a quantitative approach by distributing questionnaires to 67 respondents, such as regression and path analysis, is used to evaluate relationships between variables. The research results show that a better work culture and quality of work life can increase motivation, a better work culture and quality of work life can increase loyalty, better motivation can increase loyalty, work motivation can be a mediating variable between work culture and loyalty, and quality of work life on loyalty.

Business in Indonesia is currently experiencing rapid growth with the increasing number of new companies, making business competition in Indonesia increasingly high for business practitioners. One of the competitions is in the procurement of goods and services, which requires human resources that are able to compete and survive in the competition within a company's industrial activities. Carrying out business activities cannot be separated from the human resource management to complete the work and achieve the company's/organization's goals. This research is titled "The Influence of Employee Loyalty and Work Environment on Employee Work Productivity at CV. Umega Bahtera Sanjaya". The purpose of this study is to determine the influence of employee loyalty and work environment on employee work productivity at CV. Umega Bahtera Sanjaya. The research method used is descriptive and verification method. The research population is the employees of CV. Umega Bahtera Sanjaya. The sampling technique using the formula N=n resulted in a sample of 30 people, and the analysis method used is multiple regression and hypothesis testing. The results of this study indicate that employee work productivity is influenced by employee loyalty and work environment simultaneously. Employee loyalty is more dominant in employee work productivity, with the highest factor being the willingness to work together, which has a significant influence on employee work productivity. On the other hand, the work environment has a deficiency in security, which affects employee performance and comfort, leading to decreased productivity.

Business in Indonesia is currently experiencing rapid growth with the increasing number of new companies, making business competition in Indonesia increasingly high for business practitioners. One of the competitions is in the procurement of goods and services, which requires human resources that are able to compete and survive in the competition within a company's industrial activities. Carrying out business activities cannot be separated from the human resource management to complete the work and achieve the company's/organization's goals. This research is titled "The Influence of Employee Loyalty and Work Environment on Employee Work Productivity at CV. Umega Bahtera Sanjaya". The purpose of this study is to determine the influence of employee loyalty and work environment on employee work productivity at CV. Umega Bahtera Sanjaya. The research method used is descriptive and verification method. The research population is the employees of CV. Umega Bahtera Sanjaya. The sampling technique using the formula N=n resulted in a sample of 30 people, and the analysis method used is multiple regression and hypothesis testing. The results of this study indicate that employee work productivity is influenced by employee loyalty and work environment simultaneously. Employee loyalty is more dominant in employee work productivity, with the highest factor being the willingness to work together, which has a significant influence on employee work productivity. On the other hand, the work environment has a deficiency in security, which affects employee performance and comfort, leading to decreased productivity.

The purpose of this study was to see how the work environment, work stress, and employee loyalty and how the relationship between these three variables at Bella Vita Hotel Kupang, because the researchers found that there was an increase in the level of employee absenteeism when the number of positive confirmed cases of covid-19 in Kupang City more and more. This study uses the Spearman rank correlation test analysis technique. It is known that the work environment has a positive relationship with employee loyalty as indicated by a sig(2-tailed) value of 0.041 and a correlation coefficient of 0.462 which means the better the work environment, the higher the employee loyalty, and on the contrary. Job stress has a negative relationship with employee loyalty as indicated by a sig(2-tailed) value of 0.042 and a correlation coefficient of -0.459 which means the higher the work stress, the lower the employee loyalty, and vice versa. While the work environment has no relationship with work stress, because based on the results of the correlation test, the value of sig(2-tailed) is 0.878 where this value is greater than 0.05.

The aim of the study was to examine the differences in the perception of the use of selected principles by CSR managers and owners of Micro, Small and Medium-sized Enterprises ( MSMEs) in the V4 countries. The results of our research show that CSR strategies are most used by entrepreneurs and managers of MSMEs in Hungary, Poland and Slovakia. They are the least used in the Czech Republic. The sectoral comparison within the V4 countries highlighted interesting findings. When considering the moral and ethical implications of decision-making, no significant differences were found between the sectors. Differences were found in the perception of the CSR concept and its use in business. The CSR concept was mostly used in tourism and agriculture, to a lesser extent in construction, retail, manufacturing and services. Managers and entrepreneurs understand the link between CSR and gaining reputation and business opportunities and that CSR helps build a competitive advantage. The size of the company affects whether the company can be classified as CSR-oriented. Compared to medium-sized enterprises, micro- enterprises are 45% less likely and small enterprises are 33.5% less likely to be perceived as CSR-oriented. Compared to companies from Slovakia, companies in the Czech Republic are 41% less likely to be perceived as CSR-oriented. Hungarian companies are 70% more likely to be perceived as CSR-oriented compared to companies from Slovakia. Companies run by women are more inclined to apply CSR principles than men.

The purpose of this study was to see how the work environment, work stress, and employee loyalty and how the relationship between these three variables at Bella Vita Hotel Kupang, because the researchers found that there was an increase in the level of employee absenteeism when the number of positive confirmed cases of covid-19 in Kupang City more and more. This study uses the Spearman rank correlation test analysis technique. It is known that the work environment has a positive relationship with employee loyalty as indicated by a sig(2-tailed) value of 0.041 and a correlation coefficient of 0.462 which means the better the work environment, the higher the employee loyalty, and on the contrary. Job stress has a negative relationship with employee loyalty as indicated by a sig(2-tailed) value of 0.042 and a correlation coefficient of -0.459 which means the higher the work stress, the lower the employee loyalty, and vice versa. While the work environment has no relationship with work stress, because based on the results of the correlation test, the value of sig(2-tailed) is 0.878 where this value is greater than 0.05.

The aim of the study was to examine the differences in the perception of the use of selected principles by CSR managers and owners of Micro, Small and Medium-sized Enterprises ( MSMEs) in the V4 countries. The results of our research show that CSR strategies are most used by entrepreneurs and managers of MSMEs in Hungary, Poland and Slovakia. They are the least used in the Czech Republic. The sectoral comparison within the V4 countries highlighted interesting findings. When considering the moral and ethical implications of decision-making, no significant differences were found between the sectors. Differences were found in the perception of the CSR concept and its use in business. The CSR concept was mostly used in tourism and agriculture, to a lesser extent in construction, retail, manufacturing and services. Managers and entrepreneurs understand the link between CSR and gaining reputation and business opportunities and that CSR helps build a competitive advantage. The size of the company affects whether the company can be classified as CSR-oriented. Compared to medium-sized enterprises, micro- enterprises are 45% less likely and small enterprises are 33.5% less likely to be perceived as CSR-oriented. Compared to companies from Slovakia, companies in the Czech Republic are 41% less likely to be perceived as CSR-oriented. Hungarian companies are 70% more likely to be perceived as CSR-oriented compared to companies from Slovakia. Companies run by women are more inclined to apply CSR principles than men.

The purpose of this study was to see how the work environment, work stress, and employee loyalty and how the relationship between these three variables at Bella Vita Hotel Kupang, because the researchers found that there was an increase in the level of employee absenteeism when the number of positive confirmed cases of covid-19 in Kupang City more and more. This study uses the Spearman rank correlation test analysis technique. It is known that the work environment has a positive relationship with employee loyalty as indicated by a sig(2-tailed) value of 0.041 and a correlation coefficient of 0.462 which means the better the work environment, the higher the employee loyalty, and on the contrary. Job stress has a negative relationship with employee loyalty as indicated by a sig(2-tailed) value of 0.042 and a correlation coefficient of -0.459 which means the higher the work stress, the lower the employee loyalty, and vice versa. While the work environment has no relationship with work stress, because based on the results of the correlation test, the value of sig(2-tailed) is 0.878 where this value is greater than 0.05.

This paper studies whether employee reviews on the social media platform, Glassdoor, are useful for predicting accounting fraud committed by their employers. I find that the rating of the employer overall and the average value of subsector ratings have predictive ability for accounting fraud incremental to F-score and other market participants. Similar inferences apply to the rating of employers’ culture values and the textual assessment of employers’ social and governance quality. In addition, I find that employee reviews are most useful for predicting fraud one year before fraud revelation. Within the fraud sample, I show that above ratings decrease and the textual assessment of social and governance quality deteriorates in the two years before fraud revelation. The declines are more pronounced when fraud firms’ business operations are less complex, internal controls are poorer, reviewing employees are not managers and reviewing employees have already left the firm. The study documents an important channel through which fraud-related information is revealed to the public and the findings have implications for investors and regulators.

This study investigates the diffusion of fair value measurement (IFRS 13), with a focus on extent of application, and valuation methods used by reporting entities in Nigeria. Data-collection was through a structured questionnaire administered on 400 auditors from diverse backgrounds in terms of audit firm size, international affiliation, and global presence. Analysis of data obtained from 277 respondents, using descriptive statistics and one-way ANOVA, reveals that the overall extent of application of fair value measurement is moderate. However, there is significant difference in application level among reporting entities in the valuation of financial assets, financial liabilities, investment property, and goodwill & intangibles acquired in business combination, but no significant difference in the valuation of pension liabilities, endowment funds, share-based payments, property, plants & equipment, and land & building. It appears the level of investment in an asset/liability determines the application rate of fair value measurement—while high level of investment in an asset/ liability prompts extensive application, low level of investment correspondingly results into negligible usage. Further, the overall application rate of the valuation methods is in the descending order of: market, expert estimation, cost and income approaches respectively. The market and cost approaches are applied more extensively in the valuation of tangible assets; the market approach is preferred in the valuation of financial instruments, while expert estimation is more applicable in the valuation of intangible assets and liabilities. Given that the market approach is the predominant valuation method, the study calls on relevant authorities and concerned stakeholders to emplace institutional apparatus that will facilitate the ready availability of fair value prices for accounting items., Este estudio investiga la difusión de la medición del valor razonable (NIIF 13), con un enfoque en el alcance de la aplicación y los métodos de valoración utilizados por las entidades informantes en Nigeria. La recopilación de datos se realizó a través de un cuestionario estructurado que se administró a 400 auditores de diversos orígenes en términos de tamaño de la firma de auditoría, afiliación internacional y presencia global. El análisis de los datos obtenidos de 277 encuestados, utilizando estadísticas descriptivas y ANOVA de una vía, revela que el alcance general de la aplicación de la medición del valor razonable es moderado. Sin embargo, existe una diferencia significativa en el nivel de aplicación entre las entidades informantes en la valoración de activos financieros, pasivos financieros, propiedades de inversión y fondo de comercio e intangibles adquiridos en combinación de negocios, pero no hay diferencias significativas en la valoración de pasivos por pensiones, fondos patrimoniales, acciones. pagos basados en propiedades, plantas y equipos, y terrenos y edificios. Parece que el nivel de inversión en un activo / pasivo determina la tasa de aplicación de la medición del valor razonable, mientras que un alto nivel de inversión en un activo / pasivo genera una aplicación extensa, el bajo nivel de inversión da como resultado un uso insignificante. Además, la tasa de aplicación general de los métodos de valoración está en el orden descendente de: mercado, estimación de expertos, enfoques de costos e ingresos, respectivamente. Los enfoques de mercado y de costos se aplican de manera más amplia en la valoración de activos tangibles; Se prefiere el enfoque de mercado en la valoración de instrumentos financieros, mientras que la estimación experta es más aplicable en la valoración de activos y pasivos intangibles. Dado que el enfoque de mercado es el método de valoración predominante, el estudio hace un llamado a las autoridades relevantes y las partes interesada

The employer branding refersto brand management as an alternative to increase employee commitment and satisfaction with the organization. The objective of this research is to identify the perception that collaborators of organizations that internationalize logistics operation services in the city of Bogotá, Colombia have regarding the variousfactorsthatsupport the employer branding dimensions. To do this, Pearson’s correlation coefficient, simple correspondence analysis and symmetric normalization in the different associations obtained were used, which show that the participating companies have focused on training employees at the operational level, but they have neglected high and middle management employees; Younger employees believe they are well paid, not older ones. Finally, women consider that they have limits on the work they can carry out in these companies, unlike men., El employer branding hace referencia a la gestión de marca como una alternativa para aumentar el compromiso y satisfacción de los empleados con la organización. El objetivo de la presente investigación es identificar la percepción que poseen los colaboradores de las organizaciones que internacionalizan servicios de operación logística en la ciudad de Bogotá, Colombia respecto a los diversos factores que sustentan las dimensiones del employer branding. Para ello, se utilizó el coeficiente de correlación de Pearson, el análisis de correspondencias simples y la normalización simétrica en las diferentes asociaciones obtenidas, las cuales muestran que las empresas participantes se han centrado en el hecho de capacitar a los empleados de nivel operativo, pero han descuidado a los empleados de alta y media gerencia; los empleados más jóvenes consideran que están bien remunerados, no así los mayores. Finalmente, las mujeres consideran que tienen límites respecto las labores que pueden llevar a cabo en dichas empresas, a diferencia de los hombres.

This study investigates the diffusion of fair value measurement (IFRS 13), with a focus on extent of application, and valuation methods used by reporting entities in Nigeria. Data-collection was through a structured questionnaire administered on 400 auditors from diverse backgrounds in terms of audit firm size, international affiliation, and global presence. Analysis of data obtained from 277 respondents, using descriptive statistics and one-way ANOVA, reveals that the overall extent of application of fair value measurement is moderate. However, there is significant difference in application level among reporting entities in the valuation of financial assets, financial liabilities, investment property, and goodwill & intangibles acquired in business combination, but no significant difference in the valuation of pension liabilities, endowment funds, share-based payments, property, plants & equipment, and land & building. It appears the level of investment in an asset/liability determines the application rate of fair value measurement—while high level of investment in an asset/ liability prompts extensive application, low level of investment correspondingly results into negligible usage. Further, the overall application rate of the valuation methods is in the descending order of: market, expert estimation, cost and income approaches respectively. The market and cost approaches are applied more extensively in the valuation of tangible assets; the market approach is preferred in the valuation of financial instruments, while expert estimation is more applicable in the valuation of intangible assets and liabilities. Given that the market approach is the predominant valuation method, the study calls on relevant authorities and concerned stakeholders to emplace institutional apparatus that will facilitate the ready availability of fair value prices for accounting items., Este estudio investiga la difusión de la medición del valor razonable (NIIF 13), con un enfoque en el alcance de la aplicación y los métodos de valoración utilizados por las entidades informantes en Nigeria. La recopilación de datos se realizó a través de un cuestionario estructurado que se administró a 400 auditores de diversos orígenes en términos de tamaño de la firma de auditoría, afiliación internacional y presencia global. El análisis de los datos obtenidos de 277 encuestados, utilizando estadísticas descriptivas y ANOVA de una vía, revela que el alcance general de la aplicación de la medición del valor razonable es moderado. Sin embargo, existe una diferencia significativa en el nivel de aplicación entre las entidades informantes en la valoración de activos financieros, pasivos financieros, propiedades de inversión y fondo de comercio e intangibles adquiridos en combinación de negocios, pero no hay diferencias significativas en la valoración de pasivos por pensiones, fondos patrimoniales, acciones. pagos basados en propiedades, plantas y equipos, y terrenos y edificios. Parece que el nivel de inversión en un activo / pasivo determina la tasa de aplicación de la medición del valor razonable, mientras que un alto nivel de inversión en un activo / pasivo genera una aplicación extensa, el bajo nivel de inversión da como resultado un uso insignificante. Además, la tasa de aplicación general de los métodos de valoración está en el orden descendente de: mercado, estimación de expertos, enfoques de costos e ingresos, respectivamente. Los enfoques de mercado y de costos se aplican de manera más amplia en la valoración de activos tangibles; Se prefiere el enfoque de mercado en la valoración de instrumentos financieros, mientras que la estimación experta es más aplicable en la valoración de activos y pasivos intangibles. Dado que el enfoque de mercado es el método de valoración predominante, el estudio hace un llamado a las autoridades relevantes y las partes interesada

The employer branding refersto brand management as an alternative to increase employee commitment and satisfaction with the organization. The objective of this research is to identify the perception that collaborators of organizations that internationalize logistics operation services in the city of Bogotá, Colombia have regarding the variousfactorsthatsupport the employer branding dimensions. To do this, Pearson’s correlation coefficient, simple correspondence analysis and symmetric normalization in the different associations obtained were used, which show that the participating companies have focused on training employees at the operational level, but they have neglected high and middle management employees; Younger employees believe they are well paid, not older ones. Finally, women consider that they have limits on the work they can carry out in these companies, unlike men., El employer branding hace referencia a la gestión de marca como una alternativa para aumentar el compromiso y satisfacción de los empleados con la organización. El objetivo de la presente investigación es identificar la percepción que poseen los colaboradores de las organizaciones que internacionalizan servicios de operación logística en la ciudad de Bogotá, Colombia respecto a los diversos factores que sustentan las dimensiones del employer branding. Para ello, se utilizó el coeficiente de correlación de Pearson, el análisis de correspondencias simples y la normalización simétrica en las diferentes asociaciones obtenidas, las cuales muestran que las empresas participantes se han centrado en el hecho de capacitar a los empleados de nivel operativo, pero han descuidado a los empleados de alta y media gerencia; los empleados más jóvenes consideran que están bien remunerados, no así los mayores. Finalmente, las mujeres consideran que tienen límites respecto las labores que pueden llevar a cabo en dichas empresas, a diferencia de los hombres.

Kandidatuppsats i företagsekonomi III, organisation 15 hp, 2FE78E, Ekonomihögskolan vid Linnéuniversitetet i Kalmar, vårterminen 2021. Titel: Kompetens som kvarstår – i tid och rum Författare: Adam Mårtensson och Karl Westdahl Handledare: Jasmina Beharic Examinator: Mikael Lundgren Syfte: Syftet med denna studie är att urskilja och identifiera faktorer inom intern employer branding, för att se hur dessa påverkar eftergymnasialt utbildade individers medarbetarlojalitet. Genom att bidra till en förståelse över hur anställda upplever intern employer branding, kan organisationer använda informationen för att utveckla dess strategier därefter. Metod: En kvalitativ tvärsnittsstudie, med djupgående semistrukturerade intervjuer, användes för att skapa en större förståelse för studieobjektet. Denna, induktiva studie har bearbetat insamlade data genom initiala extensiva genomsökningar, vilket sedermera möjliggjort kodning. Slutsats: Studien påvisade att medarbetarlojalitet är avhängigt individuella preferenser. Det visade sig även att vissa faktorer inom intern employer branding är särskilt viktiga för medarbetarlojaliteten. Organisationer behöver klargöra strukturen kring vardera faktorn för de anställda. Annars är det osannolikt att medarbetarlojalitet utvecklas., Bachelor Thesis in Business Administration III, Organization 15 hp, 2FE78E, School of economics at Linnaeus University Kalmar, Spring 2021. Title: Competency that remains – in time and space Authors: Adam Mårtensson and Karl Westdahl Supervisor: Jasmina Beharic Examiner: Mikael Lundgren Purpose: The aim of this study is to distinguish and identify factors within internal employer branding, too see how they affect the employee loyalty of post high school educated individuals. By contributing with an understanding of how employees perceive internal employer branding, organizations can use and implement this knowledge when developing their strategies. Method: A qualitative and cross-sectional method with profound, semi- structured interviews, was used to develop a greater understanding of the study object. This, inductive study has processed the collected data through an initial extensive scan which later provided the possibility to code the data. Conclusion: The study shows that employee loyalty is dependent on individual preferences. Some factors within the internal employer branding showed to be key for the employee loyalty. Organizations must clarify the structure of each factor to the employees. Or else, employee loyalty is unlikely to develop.

To meet the needs of fitness users, it is essential to know its characteristics and your preferences in relation to services and activities. The gyms that adopt these practices are more successful and survive longer on the market. The aim of the present study was to characterize the importance that users attribute to fitness trainer, comparing it according to gender and age range. A translated, adapted and validated version of the questionnaire «Importance attributed to physical fitness (IAF)» was applied to 200 users, from 18 to 74 years old, 132 women and 68 men. Characterization were used with descriptive statistics and comparison with t test, for a significance level of 5%. The range of average response values (characterization) from 6.88 (e.g., Image) to 6.98 (e.g., Ethics), allows verifying that the importance assigned to the 25 quality indicators listed is very high [response scale: 1 (not important at all) to 7 (totally important)]. Comparisons between groups, have allowed verify that women give greater importance to the musical domain [t (84) = 2,998; p = .004; d = .546; moderate effect dimension] and users over 30 give more priority to dedication shown by the trainer [t (84) = -2,213; p = .030; d = .386; moderate effect dimension]. These data will allow the technicians to provide the services (the trainers) to design and improve their intervention considering the characteristics and preferences of the target audience, improving satisfaction and increasing loyalty., Para satisfacer las necesidades de usuarios fitness, es determinante conocer sus características y sus preferencias en relacióna los servicios y actividades. Los gimnasios que adoptan estas prácticas, tienen más éxito y sobreviven más tiempo en el mercado. Elobjetivo es caracterizar la importancia que los usuarios atribuyen al entrenador fitness, y compararla según sexo y rango de edad. Se aplicóuna versión traducida, adaptada y validada del cuestionario «Importancia atribuida a la aptitud física (IAF)» a 200 usuarios, de 18 a 74años, 132 mujeres y 68 hombres. Para la caracterización, se utilizaron estadísticas descriptivas y para la comparación entre grupos el testt, para un nivel de significación del 5%. El rango de valores promedio de respuesta (caracterización) desde 6.88 (ej., Imagen) a 6.98 (ej.,Ética), ha permitido verificar que la importancia asignada a los 25 indicadores de calidad enumerados, es muy alta [escala de respuesta: 1(nada importante) a 7 (totalmente importante)]. Las comparaciones entre grupos, han permitido verificar que las mujeres dan mayorimportancia al dominio musical [t (84) = 2,998; p = .004; d = .546; dimensión del efecto moderado] y que los usuarios mayores de 30 añosdan más prioridad a la dedicación mostrada por el entrenador [t (84) = -2.213; p = .030; d = .386; dimensión de efecto moderado]. Estosdatos permitirán a los gestores y entrenadores/técnicos, proporcionar los servicios, diseñar y mejorar su intervención, teniendo en cuentalas características y preferencias del público objetivo, mejorando la satisfacción y aumentando la fidelización

Kandidatuppsats i företagsekonomi III, organisation 15 hp, 2FE78E, Ekonomihögskolan vid Linnéuniversitetet i Kalmar, vårterminen 2021. Titel: Kompetens som kvarstår – i tid och rum Författare: Adam Mårtensson och Karl Westdahl Handledare: Jasmina Beharic Examinator: Mikael Lundgren Syfte: Syftet med denna studie är att urskilja och identifiera faktorer inom intern employer branding, för att se hur dessa påverkar eftergymnasialt utbildade individers medarbetarlojalitet. Genom att bidra till en förståelse över hur anställda upplever intern employer branding, kan organisationer använda informationen för att utveckla dess strategier därefter. Metod: En kvalitativ tvärsnittsstudie, med djupgående semistrukturerade intervjuer, användes för att skapa en större förståelse för studieobjektet. Denna, induktiva studie har bearbetat insamlade data genom initiala extensiva genomsökningar, vilket sedermera möjliggjort kodning. Slutsats: Studien påvisade att medarbetarlojalitet är avhängigt individuella preferenser. Det visade sig även att vissa faktorer inom intern employer branding är särskilt viktiga för medarbetarlojaliteten. Organisationer behöver klargöra strukturen kring vardera faktorn för de anställda. Annars är det osannolikt att medarbetarlojalitet utvecklas., Bachelor Thesis in Business Administration III, Organization 15 hp, 2FE78E, School of economics at Linnaeus University Kalmar, Spring 2021. Title: Competency that remains – in time and space Authors: Adam Mårtensson and Karl Westdahl Supervisor: Jasmina Beharic Examiner: Mikael Lundgren Purpose: The aim of this study is to distinguish and identify factors within internal employer branding, too see how they affect the employee loyalty of post high school educated individuals. By contributing with an understanding of how employees perceive internal employer branding, organizations can use and implement this knowledge when developing their strategies. Method: A qualitative and cross-sectional method with profound, semi- structured interviews, was used to develop a greater understanding of the study object. This, inductive study has processed the collected data through an initial extensive scan which later provided the possibility to code the data. Conclusion: The study shows that employee loyalty is dependent on individual preferences. Some factors within the internal employer branding showed to be key for the employee loyalty. Organizations must clarify the structure of each factor to the employees. Or else, employee loyalty is unlikely to develop.

Succession planning is an amalgamated strategic management component put in place to ensure the continued survivability of the entire organization, division, department, or work group by making insightful provisions for the development, advancement, replacement and strategic application of key people for successful trans-generational transition. The study sought to ascertain how mentoring strategy could influence organizational sustainability in selected motor transport companies in south East Nigeria. The data collected through the closed ended questionnaires were tested with linear regression at 0.05 significance level. In conclusion, an effective employee mentoring process is the catalyst to ensure that the organization has the potential successors with the right skills and attributes it requires to meet future business needs.

The current socio-economic situation creates similar conditions and rules for companies in various industries around the world.in this vein, the study and educate the retention factors of the company are of a great importance. The task of staff productivity increase and the overall effectiveness of its activities is relevant. The most important role in addressing the issue of employee productivity and performance increasing, as well as his retention is played by employee engagement. The researchers studying engagement at work recognize that this phenomenon is multifaceted and define it as an employee's physical, cognitive and emotional state, causing excessive performance of his functional duties. Involvement is interconnected with the motivational potential of work, therefore, the conditions for the engagement development are the following ones: work significance and diversity, the comparison of work with its result. The authors of the article conducted the study of engagement at work in the enterprises of fishing and fish processing industries. We determined the problems that impede the growth of staff engagement. The authors of the article implemented the program of corrective actions aimed to improve the factors affecting the engagement at work and retention of staff. We determined the interdependence of involvement level and the coefficient of staff turnover, as well as the return of employees to some holding., La situación socioeconómica actual crea condiciones y reglas similares para las empresas de diversas industrias en todo el mundo. En este sentido, el estudio y la educación de los factores de retención de la empresa son de gran importancia. La tarea de aumentar la productividad del personal y la efectividad general de sus actividades es relevante. El papel más importante para abordar el problema del aumento de la productividad y el rendimiento de los empleados, así como su retención, lo desempeña el compromiso de los empleados. Los investigadores que estudian el compromiso en el trabajo reconocen que este fenómeno es multifacético y lo definen como el estado físico, cognitivo y emocional de un empleado, lo que provoca un desempeño excesivo de sus deberes funcionales. La participación está interconectada con el potencial motivador del trabajo, por lo tanto, las condiciones para el desarrollo del compromiso son las siguientes: importancia y diversidad del trabajo, la comparación del trabajo con su resultado. Los autores del artículo realizaron el estudio de la participación en el trabajo en las empresas de las industrias pesqueras y de procesamiento de pescado. Determinamos los problemas que impiden el crecimiento de la participación del personal. Los autores del artículo implementaron el programa de acciones correctivas destinadas a mejorar los factores que afectan el compromiso en el trabajo y la retención del personal. Determinamos la interdependencia del nivel de participación y el

The aim of this study is to investigate the effectiveness of the internal communication, as a dimension of internal marketing, in a global multicultural company. The study was based on a conceptual model that is a miscellany of theoretical concepts of how to create effective internal marketing communication for global organizations. Through the investigation of the company referred to as Alpha, a quantitative study across six countries was conducted to further the knowledge on how to address the needs of internal customers and adjust the internal marketing strategy thereafter. A questionnaire was sent to a random sample, with a response rate of 215 employees that together reflected the total population of 2831. Through the usage of ANOVAs, the findings displayed significant differences of how the employees in all countries perceived the internal communication at Alpha. The study also compared differences within two countries where there was enough data to investigate differences between categories of employees, these results were not significant. In general, it can be said that the results were grouped by the differences of the three European countries against the three non-European countries. Another prominent finding was that China was separated from the other countries, this was also the instance collectively shown for Sweden and Finland as they were often grouped together. The implications are that possible differences in business culture may have affected these results, which further studies need to investigate. The results jointly report that the internal customers are not satisfied with the internal communication. The conclusion is that the needs of the employees at Alpha should be addressed much further, as a part of the company internal marketing communication strategy.

Having high employee loyalty is something which most organisation strive to obtain. Not only because of the morals of it, but also because of the fact that high levels of employee loyalty have been proven in many studies to increase operational performance. However, the literature on the concept provides many different definitions on it, and also suggest many different factors that affect how loyal an employee feels towards their organisations. The studies conducted previously on the topic has mainly been quantitative studies researching the connection between levels of loyalty and performance, and at specific companies or industries. As soon to be newly graduated students, the authors of this study also found the lack of comparison between people with different working experience interesting. Due to these reasons, the purpose of this study was to dig deeper into the concept of employee loyalty, how it is defined and which factors that affect the level of loyalty an employee feels towards an organisation. The sub-purposes of this study involve comparing one group of people with 1-3 years of working experience to another group with more than 15 years of working experience. The research question that was developed to be answered in this thesis is as follows: How does the view upon employee loyalty and the factors affecting it differ between people whom have been working for more than 15 years versus 1-3 years? In order to answer the research questions and fulfil the purpose, a comparative qualitative study was conducted through semi-structured interviews. In line with some previous studies, the Social Identity theory and the Social Exchange theory were used in order to explain the factors affecting employee loyalty. The first focuses upon the level of identification the respondents feel towards different components of the organisation, while the other focuses on factors of exchange between the organisation and its employees. These theories, and theories connected to

The aim of this study is to investigate the effectiveness of the internal communication, as a dimension of internal marketing, in a global multicultural company. The study was based on a conceptual model that is a miscellany of theoretical concepts of how to create effective internal marketing communication for global organizations. Through the investigation of the company referred to as Alpha, a quantitative study across six countries was conducted to further the knowledge on how to address the needs of internal customers and adjust the internal marketing strategy thereafter. A questionnaire was sent to a random sample, with a response rate of 215 employees that together reflected the total population of 2831. Through the usage of ANOVAs, the findings displayed significant differences of how the employees in all countries perceived the internal communication at Alpha. The study also compared differences within two countries where there was enough data to investigate differences between categories of employees, these results were not significant. In general, it can be said that the results were grouped by the differences of the three European countries against the three non-European countries. Another prominent finding was that China was separated from the other countries, this was also the instance collectively shown for Sweden and Finland as they were often grouped together. The implications are that possible differences in business culture may have affected these results, which further studies need to investigate. The results jointly report that the internal customers are not satisfied with the internal communication. The conclusion is that the needs of the employees at Alpha should be addressed much further, as a part of the company internal marketing communication strategy.

Having high employee loyalty is something which most organisation strive to obtain. Not only because of the morals of it, but also because of the fact that high levels of employee loyalty have been proven in many studies to increase operational performance. However, the literature on the concept provides many different definitions on it, and also suggest many different factors that affect how loyal an employee feels towards their organisations. The studies conducted previously on the topic has mainly been quantitative studies researching the connection between levels of loyalty and performance, and at specific companies or industries. As soon to be newly graduated students, the authors of this study also found the lack of comparison between people with different working experience interesting. Due to these reasons, the purpose of this study was to dig deeper into the concept of employee loyalty, how it is defined and which factors that affect the level of loyalty an employee feels towards an organisation. The sub-purposes of this study involve comparing one group of people with 1-3 years of working experience to another group with more than 15 years of working experience. The research question that was developed to be answered in this thesis is as follows: How does the view upon employee loyalty and the factors affecting it differ between people whom have been working for more than 15 years versus 1-3 years? In order to answer the research questions and fulfil the purpose, a comparative qualitative study was conducted through semi-structured interviews. In line with some previous studies, the Social Identity theory and the Social Exchange theory were used in order to explain the factors affecting employee loyalty. The first focuses upon the level of identification the respondents feel towards different components of the organisation, while the other focuses on factors of exchange between the organisation and its employees. These theories, and theories connected to

Compreender o fenômeno de fraude desde a perspectiva do fraudador tem ocupado o interesse de várias disciplinas como criminologia, contabilidade, auditoria e psicologia, entre outras. Ainda que muitas dessas disciplinas partirem da teoria do triângulo da fraude para explicá-lo com as três variáveis fundamentais —pressão, oportunidade e racionalização—, nós consideramos, no presente documento, que é preciso incorporar três variáveis, para a compreensão holística do problema da fraude: conhecimento, motivação e inovação; ao mesmo tempo desenvolve-se uma reexão sobre o fenômeno da fraude corporativa sob uma perspectiva psicológica, que inclui percepção, emoção e ação como elementos constitutivos da motivação e o pensamento criativo na inovação, Comprender el fenómeno del fraude desde la perspectiva del defraudador ha ocupado el interés de diversas disciplinas como la criminología, la contaduría, la auditoría y la psicología, entre otras. Aunque muchas de estas disciplinas parten de la teoría del triángulo del fraude para explicarlo con las tres variables fundamentales —presión, oportunidad y racionalización—, nosotros consideramos, en el presente documento, que es necesario incorporar tres variables, para la comprensión holística del problema del fraude: el conocimiento, la motivación y la innovación; al tiempo se desarrolla una reexión sobre el fenómeno del fraude corporativo desde una perspectiva psicológica, que incluye la percepción, la emoción y la acción como elementos constitutivos de la motivación y el pensamiento creativo en la innovación, Understanding the phenomenon of fraud from the perspective of the fraudster has occupied the interest of various disciplines such as criminology, accounting, auditing, and psychology, among others. Although many of these disciplines start from the fraud triangle theory to explain it with the three fundamental variables –pressure, opportunity, and rationalization– in this document we consider that it is necessary to incorporate three variables for the holistic understanding of the problem of fraud: knowledge, motivation, and innovation. At the same time, a reection is developed on the phenomenon of corporate fraud from a psychological perspective that includes perception, emotion, and action as constitutive elements of motivation and creative thinking in innovation

Compreender o fenômeno de fraude desde a perspectiva do fraudador tem ocupado o interesse de várias disciplinas como criminologia, contabilidade, auditoria e psicologia, entre outras. Ainda que muitas dessas disciplinas partirem da teoria do triângulo da fraude para explicá-lo com as três variáveis fundamentais —pressão, oportunidade e racionalização—, nós consideramos, no presente documento, que é preciso incorporar três variáveis, para a compreensão holística do problema da fraude: conhecimento, motivação e inovação; ao mesmo tempo desenvolve-se uma reexão sobre o fenômeno da fraude corporativa sob uma perspectiva psicológica, que inclui percepção, emoção e ação como elementos constitutivos da motivação e o pensamento criativo na inovação, Comprender el fenómeno del fraude desde la perspectiva del defraudador ha ocupado el interés de diversas disciplinas como la criminología, la contaduría, la auditoría y la psicología, entre otras. Aunque muchas de estas disciplinas parten de la teoría del triángulo del fraude para explicarlo con las tres variables fundamentales —presión, oportunidad y racionalización—, nosotros consideramos, en el presente documento, que es necesario incorporar tres variables, para la comprensión holística del problema del fraude: el conocimiento, la motivación y la innovación; al tiempo se desarrolla una reexión sobre el fenómeno del fraude corporativo desde una perspectiva psicológica, que incluye la percepción, la emoción y la acción como elementos constitutivos de la motivación y el pensamiento creativo en la innovación, Understanding the phenomenon of fraud from the perspective of the fraudster has occupied the interest of various disciplines such as criminology, accounting, auditing, and psychology, among others. Although many of these disciplines start from the fraud triangle theory to explain it with the three fundamental variables –pressure, opportunity, and rationalization– in this document we consider that it is necessary to incorporate three variables for the holistic understanding of the problem of fraud: knowledge, motivation, and innovation. At the same time, a reection is developed on the phenomenon of corporate fraud from a psychological perspective that includes perception, emotion, and action as constitutive elements of motivation and creative thinking in innovation

Through social media, companies can apply new forms of communication, collaboration, and knowledge sharing. Employees rely more and more on web communities of practice that share the same experiences and interests, instead of getting input from colleagues. This paper discusses perceived changes in employee affiliation as caused by social media usage by company employees. An empirical evaluation surveyed 316 employees from 49 companies in southeastern Europe. Results indicate that employees who use social media regularly have greater perceived changes in affiliation, with this affiliation more related toward online communities of practice. Our findings can contribute towards developing a more elaborated model of the relationships between employee sense of affiliation and social media usage. This study is among the first to discuss organizational changes caused by social media in companies, namely their influence on changes in affiliation.

The issue of whether or not total standardization or total customization is really a workable solution in Service Quality has been widely debated. The Standardization and Customization of service decisions has been viewed as a field with completely two extremes. Looking at Gronroos theory of Service Quality which proposes that service quality has two dimensions or aspects namely technical and functional quality, this study is an attempt to further develop the Gronroos theory on service quality to venture into service marketing contributing to Customer Relationship Management (CRM) and eliminating the paradox that standardization and customization cannot go hand in hand. This is done by integrating customization-standardization continuum in Gronroos model using hotel, hospital and education industries, and samples has been drawn from various classes of hotels, hospitals and from 'higher learning institution in Malaysia using the Structural Model Analysis where Partial Least Square SEM (PLS-SEM) is employed. Expert opinions were sought in the design and wordings of questionnaires pertaining to Hotel, Hospital and University before they were distributed. A pilot test was then conducted before the actual study took place. The analysis of data went through path analysis, stringent mediating and moderating tests to test the hypothesis. The results indicate the simultaneous presence of standardization and customization, although the level may vary. The results suggest that between standardization and customization, standardization has a stronger impact on technical and functional quality dimensions of service quality. The results also show that the impact of customization on service quality dimensions are similar whereas the impact of standardization are different. These imply that efficiency and effective management of services lead to perception of better service quality in the three service industries studied in Malaysia. Confirming previous studies customer satisfactio

The issue of whether or not total standardization or total customization is really a workable solution in Service Quality has been widely debated. The Standardization and Customization of service decisions has been viewed as a field with completely two extremes. Looking at Gronroos theory of Service Quality which proposes that service quality has two dimensions or aspects namely technical and functional quality, this study is an attempt to further develop the Gronroos theory on service quality to venture into service marketing contributing to Customer Relationship Management (CRM) and eliminating the paradox that standardization and customization cannot go hand in hand. This is done by integrating customization-standardization continuum in Gronroos model using hotel, hospital and education industries, and samples has been drawn from various classes of hotels, hospitals and from 'higher learning institution in Malaysia using the Structural Model Analysis where Partial Least Square SEM (PLS-SEM) is employed. Expert opinions were sought in the design and wordings of questionnaires pertaining to Hotel, Hospital and University before they were distributed. A pilot test was then conducted before the actual study took place. The analysis of data went through path analysis, stringent mediating and moderating tests to test the hypothesis. The results indicate the simultaneous presence of standardization and customization, although the level may vary. The results suggest that between standardization and customization, standardization has a stronger impact on technical and functional quality dimensions of service quality. The results also show that the impact of customization on service quality dimensions are similar whereas the impact of standardization are different. These imply that efficiency and effective management of services lead to perception of better service quality in the three service industries studied in Malaysia. Confirming previous studies customer satisfactio

This thesis aims to explore the effects of tight budgetary control on employee behavior focusing on employee loyalty, employee satisfaction, job related tension and tendency towards data manipulation in public sectors. The study explores the subject on the population of three countries which includes Sweden, Jordan and Pakistan. In Pakistan and Jordan, no previous study has ever been performed which tried to explore effects of tight budgetary control in employee behavior. Method: Keeping the above fact in view, method derived for this study was the combination of qualitative and quantitative approach. Questionnaires were formulated and sent to employees of the sampled companies receiving 740 responses. For qualitative method, 5 employees were interviewed from entire three countries. Finding: the study revealed that all three countries are experiencing tight budgetary control whereas Jordan and Pakistan are experiencing it on higher level and Sweden is experiencing it in lower level as compared to Pakistan and Jordan. As far employee behavior is concerned, both the method proved that loyalty was negatively related to tight budgetary control for Pakistan and Sweden whereas positively related in case of Jordan. Satisfaction is also negatively related to tight budgetary control for Sweden and Pakistan while positively related for Jordan. Job related tension and tendency towards data manipulation are positively related to tight budgetary control for all three countries. Research type: Master’s thesis.

This thesis aims to explore the effects of tight budgetary control on employee behavior focusing on employee loyalty, employee satisfaction, job related tension and tendency towards data manipulation in public sectors. The study explores the subject on the population of three countries which includes Sweden, Jordan and Pakistan. In Pakistan and Jordan, no previous study has ever been performed which tried to explore effects of tight budgetary control in employee behavior. Method: Keeping the above fact in view, method derived for this study was the combination of qualitative and quantitative approach. Questionnaires were formulated and sent to employees of the sampled companies receiving 740 responses. For qualitative method, 5 employees were interviewed from entire three countries. Finding: the study revealed that all three countries are experiencing tight budgetary control whereas Jordan and Pakistan are experiencing it on higher level and Sweden is experiencing it in lower level as compared to Pakistan and Jordan. As far employee behavior is concerned, both the method proved that loyalty was negatively related to tight budgetary control for Pakistan and Sweden whereas positively related in case of Jordan. Satisfaction is also negatively related to tight budgetary control for Sweden and Pakistan while positively related for Jordan. Job related tension and tendency towards data manipulation are positively related to tight budgetary control for all three countries. Research type: Master’s thesis.

近年来员工工作嵌入性在人员离职研究中受到广泛关注，虽然职内嵌入的效用在不同的文化环境和职业领域内得到了验证，职外嵌入性对人员自动离职的缓冲作用并没有得到一致的实证支持。基于认同理论和工作-家庭冲突的研究文献，本文提出假设，认为职外嵌入性对职内嵌入性与自动离职的关系起调节作用。与此同时，虽然员工离职的文献中涉及决策机制，决策机制的效用在实证中却甚少被验证。基于决策过程模型，作者假设员工的最大化或者满意化的倾向解释了职内嵌入减少人员离职的原因，同时假设冒险倾向调节职内嵌入与最大化倾向之间的关系，工作搜寻自我效能对职内嵌入与最大化倾向之间的关系产生抑制效应。本文采用实验和调查对假设进行了验证。, 结果显示，职外嵌入性低的情形下，职内嵌入与人员离职意向负相关；职外嵌入性高时，职内嵌入与人员离职意向仍呈负相关，但关系较弱。职内嵌入与最大化倾向负相关，工作搜寻自我效能对最大化倾向产生影响，最大化倾向作为中介变量解释了职内嵌入对员工离职意向的影响。文章的结论部分对以上结果进行了解释，并探讨了本文在理论上与实践上的意义。, Job embeddedness is a retention construct, which has received considerable amount of attention in turnover research. While the utility of on-the-job embeddedness has been extensively validated across different cultures and occupations, the buffering effect of off-the-job embeddedness has not been consistently supported. Drawing from identity theory and work-family conflict literature, the current study proposes an interaction effect of off-the-job embeddedness on the relationship between on-the-job embeddedness and turnover intention. Meanwhile, although the decision making mechanism has been identified in the turnover literature, it has not been adequately tested empirically. Based on the generalized decision process, I propose that employees’ maximizing/satisficing tendency explains why on-the-job embeddedness reduces turnover, and the process is moderated by risk propensity and suppressed by job search self-efficacy., Hypotheses were generated on the relationships and tested, using data collected from an experiment using the student sample and a survey from employees working in IT companies. Results showed that the negative relationship between on-the-job embeddedness and turnover intention was weaker when off-the-job embeddedness was high, compared with the negative relationship in the condition that off-the-job embeddedness was low. Meanwhile, on-the-job embeddedness was negatively related to individual maximizing tendency, and the maximizing tendency mediated the relationship between on-the-job embeddedness and turnover intention. Job search self-efficacy also influenced individual maximizing tendency. The practical and theoretical implications, limitations and future research were discussed., Detailed summary in vernacular field only., Detailed summary in vernacular field only., Gong, Yuanyuan., Thesis (Ph.D.)--Chinese University of Hong Kong, 2012., Includes bibliographical references (leaves 89-103)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., also in Chinese; appendix B in Chinese., List of Figures --- p.iii, List of Tables --- p.iv, (English) --- p.v, (CHINESE) --- p.vi, Acknowledgement --- p.vii, Chapter Chapter 1 --- Introduction --- p.1, Chapter 1.1 --- Problem Statement --- p.2, Chapter 1.2 --- Research Questions --- p.4, Chapter CHAPTER 2 --- LIterature review and Theoretical Framework --- p.8, Chapter 2.1 --- Turnover Studies --- p.11, Chapter 2.1.1 --- Antecedents --- p.12, Chapter 2.1.2 --- Turnover Studies - Processes --- p.15, Chapter 2.1.3 --- Summary of turnover studies --- p.18, Chapter 2.2 --- Definition of Job Embeddedness --- p.19, Chapter 2.2.2 --- Fit --- p.20, Chapter 2.2.3 --- Sacrifice --- p.20, Chapter 2.3 --- Empirical Evidence of On-the-job Embeddedness --- p.22, Chapter 2.4 --- Off-the-job Embeddedness and Turnover --- p.23, Chapter 2.5 --- On-the-job Embeddedness and Turnover Process --- p.28, Chapter 2.5.1 --- Job choice models --- p.29, Chapter 2.5.2 --- Maximizing and satisficing --- p.31, Chapter 2.6 --- Job Choice Tendency in Turnover --- p.32, Chapter 2.6.1 --- On-the-job embeddedness and maximizing tendency --- p.33, Chapter 2.6.2 --- Job search tendency and employee turnover --- p.35, Chapter 2.6.3 --- The mediating role of maximizing tendency --- p.37, Chapter 2.7 --- Moderating Role of Risk Propensity --- p.38, Chapter 2.8 --- Job Search Self-efficacy - An Alternative Perspective --- p.40, Chapter 2.9 --- Summary of Hypotheses --- p.42, Chapter Chapter 3 --- Methods --- p.43, Chapter 3.1 --- Study 1 The Experiment --- p.43, Chapter 3.1.1 --- Participants --- p.43, Chapter 3.1.2 --- Experimental design and procedures --- p.43, Chapter 3.1.3 --- Results --- p.45, Chapter 3.2 --- Study 2 The Survey --- p.47, Chapter 3.2.1 --- Participants and procedure --- p.47, Chapter 3.2.2 --- Measures --- p.48, Chapter CHAPTER 4 --- RESULTS --- p.52, Chapter 4.1 --- Correlations --- p.52, Chapter 4.2 --- Factor Analysis --- p.54, Chapter 4.3 --- Hypotheses Testing --- p.59, Chapter 4.4 --- Post Hoc Analysis --- p.67, Chapter Chapter 5 --- Discussion and conclusion --- p.73, Chapter 5.1 --- Key Findings --- p.74, Chapter 5.1.1 --- Off-the job embeddedness as a moderator --- p.74, Chapter 5.1.2 --- The mediating role of maximizing tendency --- p.77, Chapter 5.1.3 --- The moderating role of risk propensity --- p.79, Chapter 5.2 --- Theoretical Implications --- p.80, Chapter 5.3 --- Practical Implications --- p.83, Chapter 5.4 --- Limitations --- p.84, Chapter 5.5 --- Future Research --- p.86, Chapter 5.6 --- Conclusion --- p.88, REFERENCES --- p.89, Chapter APPENDIX A --- Scenarios used in the experiment --- p.104, Chapter APPENDIX B --- Questionnaire used in the survey (Chinese version) --- p.106, http://library.cuhk.edu.hk/record=b5549677, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

This paper uses 1980’s survey data on large samples of American and Japanese factories and their employees to examine how organization (factory) cultures then differed between Japan and the U. S. and how they affected employee loyalty – intention to leave or stay. Central to the analysis is the idea, taken from Blau’s seminal 1962 paper, that cultural effects may operate at the individual-level through the values, beliefs, and norms employees accept and “internalize” but also at the group- (including organization-) level through the mechanism of social pressure aimed at inducing conformity. Following Benedict’s classic attribution of a “shame” culture to Japan and “guilt” culture to the U. S., we predict and find that cultural dimensions pertaining to company paternalism/familism and group work shape employee loyalty chiefly at the organization-level in Japan and chiefly at the individual-level in the U. S. This conclusion is qualified, however, by the finding that in both countries the “strength” (within-plant variance) of the culture conditions the size of the cultural effects. They are larger when the culture is stronger. Apart from question of the level at which cultural effects operate, we find, consistent with most expectations, that Japanese employees are more loyal (that is, less inclined to quit) in the presence of organization cultures favoring paternalism/familism, groupism, and vertical cohesion (close/frequent supervision). The reverse is in general true of the American employees.

This paper uses 1980’s survey data on large samples of American and Japanese factories and their employees to examine how organization (factory) cultures then differed between Japan and the U. S. and how they affected employee loyalty – intention to leave or stay. Central to the analysis is the idea, taken from Blau’s seminal 1962 paper, that cultural effects may operate at the individual-level through the values, beliefs, and norms employees accept and “internalize” but also at the group- (including organization-) level through the mechanism of social pressure aimed at inducing conformity. Following Benedict’s classic attribution of a “shame” culture to Japan and “guilt” culture to the U. S., we predict and find that cultural dimensions pertaining to company paternalism/familism and group work shape employee loyalty chiefly at the organization-level in Japan and chiefly at the individual-level in the U. S. This conclusion is qualified, however, by the finding that in both countries the “strength” (within-plant variance) of the culture conditions the size of the cultural effects. They are larger when the culture is stronger. Apart from question of the level at which cultural effects operate, we find, consistent with most expectations, that Japanese employees are more loyal (that is, less inclined to quit) in the presence of organization cultures favoring paternalism/familism, groupism, and vertical cohesion (close/frequent supervision). The reverse is in general true of the American employees.

The concept of total quality management (TQM) emphasises continuous improvement which requires the participation of every individual in the company. Although much has already been said about people being the primary resource in an organisation practicing TQM, this area has been neglected by companies implementing TQM. The aim of this study was to determine critical factors of TQM practice that would positively impact employee satisfaction. Data for this study were obtained from three manufacturing companies, which have accepted TQM philosophy. Using structural equation modeling, the relationships between structural determinants of job satisfaction and employee loyalty were investigated. The results suggest that five, out of six, determinants are positively related to job satisfaction.

This study used an emotion-centered model (Spector & Fox, 2002) to examine predictions about the effect of customer vicarious justice on the three domains of job performance: task performance, counterproductive work behavior (CWB) and organizational citizenship behaviour (OCB). Service-oriented employees (N = 196) completed a survey assessing their justice perceptions of their organizations’ treatment of customers, emotions at work, and several work outcomes. Employees who perceived their organization as treating customers unfairly (vicarious injustice interactional) engaged in more CWB, while employees who perceived fair treatment of customers engaged in more OCB. Different emotions mediated these relationships. Anger and guilt mediated the relationship between vicarious interactional injustice and employee CWB. Pride mediated the relationship between vicarious interactional justice and employee OCB. It was also expected that employees who perceived fair treatment of customers would also exhibit better task performance; however, this hypothesis was not supported.

This study used an emotion-centered model (Spector & Fox, 2002) to examine predictions about the effect of customer vicarious justice on the three domains of job performance: task performance, counterproductive work behavior (CWB) and organizational citizenship behaviour (OCB). Service-oriented employees (N = 196) completed a survey assessing their justice perceptions of their organizations’ treatment of customers, emotions at work, and several work outcomes. Employees who perceived their organization as treating customers unfairly (vicarious injustice interactional) engaged in more CWB, while employees who perceived fair treatment of customers engaged in more OCB. Different emotions mediated these relationships. Anger and guilt mediated the relationship between vicarious interactional injustice and employee CWB. Pride mediated the relationship between vicarious interactional justice and employee OCB. It was also expected that employees who perceived fair treatment of customers would also exhibit better task performance; however, this hypothesis was not supported.

Gong, Yuanyuan., Thesis (M.Phil.)--Chinese University of Hong Kong, 2009., Includes bibliographical references (leaves 80-93)., and some appendixes also in Chinese., LIST OF TABLES --- p.ii, LIST OF FIGURES --- p.iii, p.iv, IN CHINESE --- p.vi, ACKNOWLEDGEMENT --- p.vii, Chapter CHAPTER 1 --- INTRODUCTION --- p.1, Chapter 1.1 --- Problem Statement --- p.2, Chapter 1.2 --- Research Questions --- p.3, Chapter 2.1 --- Turnover Study --- p.7, Chapter 2.1.1 --- Antecedents --- p.8, Chapter 2.1.2 --- Processes --- p.10, Chapter 2.3 --- Five-Factor Model of Personality --- p.13, Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14, Chapter 2.2 --- Job Embeddedness --- p.18, Chapter 2.2.1 --- Links --- p.18, Chapter 2.2.2 --- Fit --- p.20, Chapter 2.2.3 --- Sacrifice --- p.21, Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23, Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23, Chapter 2.4.2 --- Extraversion --- p.28, Chapter 2.4.3 --- Conscientiousness --- p.30, Chapter 2.4.4 --- Openness to Experience --- p.33, Chapter 2.4.5 --- Agreeableness --- p.35, Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38, Chapter 4.1 --- Study 1 --- p.38, Chapter 4.1.1 --- Participants and Procedure --- p.38, Chapter 4.1.2 --- Measures --- p.40, Chapter 4.1.3 --- Results --- p.43, Chapter 4.2 --- Study 2 --- p.51, Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51, Chapter 4.2.2 --- Participants and Measures --- p.60, Chapter 4.2.3 --- Results --- p.60, Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71, Chapter 5.1 --- Key Findings --- p.17, Chapter 5.2 --- Implications --- p.76, Chapter 5.3 --- Limitations and Future Directions --- p.77, REFERENCES --- p.80, APPENDIX A Questionnaire used in this study (English version) --- p.94, APPENDIX B Questionnaire used in this study (Chinese version) --- p.97, http://library.cuhk.edu.hk/record=b5893985, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Gong, Yuanyuan., Thesis (M.Phil.)--Chinese University of Hong Kong, 2009., Includes bibliographical references (leaves 80-93)., and some appendixes also in Chinese., LIST OF TABLES --- p.ii, LIST OF FIGURES --- p.iii, p.iv, IN CHINESE --- p.vi, ACKNOWLEDGEMENT --- p.vii, Chapter CHAPTER 1 --- INTRODUCTION --- p.1, Chapter 1.1 --- Problem Statement --- p.2, Chapter 1.2 --- Research Questions --- p.3, Chapter 2.1 --- Turnover Study --- p.7, Chapter 2.1.1 --- Antecedents --- p.8, Chapter 2.1.2 --- Processes --- p.10, Chapter 2.3 --- Five-Factor Model of Personality --- p.13, Chapter 2.3.1 --- Five-Factor Model and Turnover --- p.14, Chapter 2.2 --- Job Embeddedness --- p.18, Chapter 2.2.1 --- Links --- p.18, Chapter 2.2.2 --- Fit --- p.20, Chapter 2.2.3 --- Sacrifice --- p.21, Chapter CHAPTER 3 --- HYPOTHESES DEVELOPMENT --- p.23, Chapter 3.1 --- Five-Factor Model and Job Embeddedness --- p.23, Chapter 2.4.2 --- Extraversion --- p.28, Chapter 2.4.3 --- Conscientiousness --- p.30, Chapter 2.4.4 --- Openness to Experience --- p.33, Chapter 2.4.5 --- Agreeableness --- p.35, Chapter CHAPTER 4 --- METHOD AND RESULTS --- p.38, Chapter 4.1 --- Study 1 --- p.38, Chapter 4.1.1 --- Participants and Procedure --- p.38, Chapter 4.1.2 --- Measures --- p.40, Chapter 4.1.3 --- Results --- p.43, Chapter 4.2 --- Study 2 --- p.51, Chapter 4.2.1 --- Job Embeddedness as a Mediator --- p.51, Chapter 4.2.2 --- Participants and Measures --- p.60, Chapter 4.2.3 --- Results --- p.60, Chapter CHAPTER 5 --- DISCUSSION AND CONCLUSION --- p.71, Chapter 5.1 --- Key Findings --- p.17, Chapter 5.2 --- Implications --- p.76, Chapter 5.3 --- Limitations and Future Directions --- p.77, REFERENCES --- p.80, APPENDIX A Questionnaire used in this study (English version) --- p.94, APPENDIX B Questionnaire used in this study (Chinese version) --- p.97, http://library.cuhk.edu.hk/record=b5893985, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

This study used an emotion-centered model (Spector & Fox, 2002) to examine predictions about the effect of customer vicarious justice on the three domains of job performance: task performance, counterproductive work behavior (CWB) and organizational citizenship behaviour (OCB). Service-oriented employees (N = 196) completed a survey assessing their justice perceptions of their organizations’ treatment of customers, emotions at work, and several work outcomes. Employees who perceived their organization as treating customers unfairly (vicarious injustice interactional) engaged in more CWB, while employees who perceived fair treatment of customers engaged in more OCB. Different emotions mediated these relationships. Anger and guilt mediated the relationship between vicarious interactional injustice and employee CWB. Pride mediated the relationship between vicarious interactional justice and employee OCB. It was also expected that employees who perceived fair treatment of customers would also exhibit better task performance; however, this hypothesis was not supported.

This study used an emotion-centered model (Spector & Fox, 2002) to examine predictions about the effect of customer vicarious justice on the three domains of job performance: task performance, counterproductive work behavior (CWB) and organizational citizenship behaviour (OCB). Service-oriented employees (N = 196) completed a survey assessing their justice perceptions of their organizations’ treatment of customers, emotions at work, and several work outcomes. Employees who perceived their organization as treating customers unfairly (vicarious injustice interactional) engaged in more CWB, while employees who perceived fair treatment of customers engaged in more OCB. Different emotions mediated these relationships. Anger and guilt mediated the relationship between vicarious interactional injustice and employee CWB. Pride mediated the relationship between vicarious interactional justice and employee OCB. It was also expected that employees who perceived fair treatment of customers would also exhibit better task performance; however, this hypothesis was not supported.

Increasing and maintaining customer loyalty has been shown to enhance service firm profitability. This research focuses on the antecedents of customer loyalty in a large national North American banking organisation, in particular the relationship between employee loyalty and customer loyalty, and further within the organisation, the antecedents of the employee loyalty-customer loyalty relationship. Thus the current research investigates the chain of events from managerial actions to customer loyalty with the aim of identifying relevant managerial practices and their influences within the organisation that lead to customer loyalty. The research provides tangible evidence supporting the importance of providing organisational resources to increase employee loyalty as a means of increasing customer loyalty in service organisations. To achieve this goal, the study suggests that a comprehensive set of managerial practices will enhance an organisation's service climate, foster positive employee attitudes and behaviours in relation to service provision, that impact on employee loyalty, service quality, and ultimately customer loyalty. These practices include support provided by senior leadership, the provision of resources that facilitate effective work practices, a positive management orientation on customers, and the use of employee evaluation and remuneration based on service-oriented behaviours and attitudes. By instituting these managerial practices, management can increase employee perceptions of self-efficacy, employees' beliefs in the abilities to perform well in their jobs, increase employee satisfaction, which in turn drive employee loyalty. These managerial practices also enhance the favourable nature of the organisation's service climate so that customer perceptions of service quality are likely to be more positive. Overall the study provides evidence to support the existence of a chain of events from managerial actions to employee and customer loyalty intention

In this study, three theoretical frameworks (i.e., justice framework, job security framework and trust framework) and the constructs of affective commitment and loyalty to supervisor are combined in two competing models in order to study the antecedents and the consequences of organizational commitment in the context of Chinese joint ventures. The two models include distributive justice, procedural justice, job security and trust in organization as the antecedents of affective commitment; interactional justice and guanxi with an immediate supervisor as the antecedents of loyalty to supervisor; employees' turnover intention as the outcome variable of affective commitment; and employees' performance as the outcome variable of loyalty to supervisor., Joint ventures have become a major form of foreign investment in China since it adopted its open-door economic policy, but little is known about the factors that affect job attitudes of local employees in Chinese joint ventures. Empirical studies of affective commitment and loyalty, to supervisor in Chinese joint ventures have received relatively little research attention. This dissertation fills the gap by investigating factors affecting joint venture employees' affective commitment and loyalty to supervisor in Mainland China., The results showed that the mediation model was better supported than the direct effect model. The findings also showed that trust in organization on affective commitment mediates the relationship between perceived distributive justice, perceived procedural justice, perceived job security and affective commitment at the organizational level; trust in supervisor on loyalty to supervisor mediates the relationship between perceived interactional justice and loyalty to supervisor at the supervisory level. Practically, the findings of the antecedents and consequences of Chinese joint ventures employees' affective commitment and loyalty to supervisor have considerable implications in managing people in joint ventures. Based on the analysis, implications for future studies of joint venture employees' organizational commitment in Mainland China are also derived., Wong Yui-tim., "July 2000.", Adviser: Ngo Hang-yue., Source: Dissertation Abstracts International, Volume: 61-08, Section: A, page: 3258., Thesis (Ph.D.)--Chinese University of Hong Kong, 2000., Includes bibliographical references (p. 145-163)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web., s in English and Chinese., School code: 1307., isbn: 9780599914490, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Doctorat en sciences psychologiques, info:eu-repo/semantics/nonPublished

In this study, three theoretical frameworks (i.e., justice framework, job security framework and trust framework) and the constructs of affective commitment and loyalty to supervisor are combined in two competing models in order to study the antecedents and the consequences of organizational commitment in the context of Chinese joint ventures. The two models include distributive justice, procedural justice, job security and trust in organization as the antecedents of affective commitment; interactional justice and guanxi with an immediate supervisor as the antecedents of loyalty to supervisor; employees' turnover intention as the outcome variable of affective commitment; and employees' performance as the outcome variable of loyalty to supervisor., Joint ventures have become a major form of foreign investment in China since it adopted its open-door economic policy, but little is known about the factors that affect job attitudes of local employees in Chinese joint ventures. Empirical studies of affective commitment and loyalty, to supervisor in Chinese joint ventures have received relatively little research attention. This dissertation fills the gap by investigating factors affecting joint venture employees' affective commitment and loyalty to supervisor in Mainland China., The results showed that the mediation model was better supported than the direct effect model. The findings also showed that trust in organization on affective commitment mediates the relationship between perceived distributive justice, perceived procedural justice, perceived job security and affective commitment at the organizational level; trust in supervisor on loyalty to supervisor mediates the relationship between perceived interactional justice and loyalty to supervisor at the supervisory level. Practically, the findings of the antecedents and consequences of Chinese joint ventures employees' affective commitment and loyalty to supervisor have considerable implications in managing people in joint ventures. Based on the analysis, implications for future studies of joint venture employees' organizational commitment in Mainland China are also derived., Wong Yui-tim., "July 2000.", Adviser: Ngo Hang-yue., Source: Dissertation Abstracts International, Volume: 61-08, Section: A, page: 3258., Thesis (Ph.D.)--Chinese University of Hong Kong, 2000., Includes bibliographical references (p. 145-163)., Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web., Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web., s in English and Chinese., School code: 1307., isbn: 9780599914490, Use of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Doctorat en sciences psychologiques, info:eu-repo/semantics/nonPublished

Organizations today, much like those of the past, still struggle with the continual loss of employees. High voluntary turnover rates have both visible and hidden costs for organizations. The total monetary cost of turnover for a firm employing 2,000 people is $14.67 million annually (Hansen, 1997). Essentially, the loss of one employee is equal to that employee's one year salary and benefits (Fitz-enz. 1997). Employee turnover results in additional advertising and training which costs organizations money. Organizations are affected by turnover in more subtle ways as well. Hidden costs include inefficiency, lost opportunities from being understaffed, and poor performance from those workers who must do more to fill the gap (Taylor, 1993). Both visible and hidden costs cut into an organization's profit margin. Consequently, organizations are constantly searching for ways to decrease turnover rates, which would positively influence profit margins. Past research has isolated two variables that impact voluntary employee turnover. The first is organizational commitment, which is simply an employee's identification with and involvement in an organization. The second variable is perceived organizational support, which is the employee's perception of the level of commitment an organization has to that employee. Many studies have alluded to the influence communication has on these two variables, but few have focused exclusively on superior subordinate communication.

Between 1914 and the late 1960s, the Champion Fibre Company published an internal newsletter, called The Log, to share news about the Canton mill, the community, and its employees. After 1940, news from the entire “Champion Family,” which included mills in Hamilton, Ohio; Houston, Texas and Sandersville, Georgia, was featured in each issue., . ... . ·' V• 11 l1 ME 5 f • • ;' • --. CANTON, NORTH 1 ~ 1 8 ' . CAROLINA, JUNE . NUMBER 2 • THE NEW OFFICE OF THE CHAMPION FIBRE COMPANY • ·-- -- •. . • ' . . . . • . ' • • • ' ' • • ==============-~~~~~======·--~==~====================~·==~- ==~~~- ~~~~~~~ • ·~-- - I When the photographs we? •e taken and the cuts )f the new : CANTON office completed it was our iutf ntion to "write it up."~ 1hen the THE CHAMP/ON RE· D CDO,C'S TOWN problem confronted us as tp ~~JW to begin a story of this kii~: We ~ , .n A:J, searched our memory for a smJJilat" yarn but could tind no SUitable ======= . startiru.r. poiJlt. So we went be ek to the first story we ever hea;d on It is very gratifying to. note that the banner for the large t ~~,e ~ui_IJect It was from thf) pen of Mot' er Goose ·and was c:lll~d vvenmbsctiptiori in the recent Red Oro '! Wat· Fund Drive was Th1s 1. the House That Jack, Built. '' Now "Jack" didn't buil( t):us awarded to the Canton Chapter, and divis ion headquarter report ''t10u~e." . He built ~he lav.tn. Ancif right hE>re we want to state that we not 9nly stand at ~h~ ?ead of the li t for tqis St~~e, but that we ~tll}ack_,:h•s l~w)l against any lawn of its age in tht coun- of lhe wh~le Southem Dnns10n. It wou!d _not be ~u rpr1smg to try. Mr. Jack · Rhmeha?t can well be proud 01 hi efforts team that •t· ~as the larg.est . ver· ubscrtptmn anywhet:e as th and we hope that ~e will ke~p up the go,od work. It's appear· ~1~nt s-::rh.r;~-ribed. ·was twelve. ti?'I'I.C.S the anwunt of cn.tr a!lo.tmcrnt. ance now shout~. oe doubly gratifying to him for this pretrt..y place While thts money IS all accredited to the Canton Chapter, It ts only ~a . • to . u e ~- ve Kerr's pet e~pression, a few month~ ago, simple ju tice to say that while C!'l.nton was headqnm·tet·s and ou · a howlmv wilderness." Dave Ket'r was War Fund Chail'rnan :for the Chapter, our territory A great dea.l of credit is . due President P~ter G. Thon. on, was not Hmlted to C~nton, but also t.ook in th

Between 1914 and the late 1960s, the Champion Fibre Company published an internal newsletter, called The Log, to share news about the Canton mill, the community, and its employees. After 1940, news from the entire “Champion Family,” which included mills in Hamilton, Ohio; Houston, Texas and Sandersville, Georgia, was featured in each issue., VOLU:f.l'E n .. ~·- ... ' ' . ! • • . . . ~..,... . . . . . • • ' '..... . ..: .. . -- ~ ~ ' . • . . ' . ' .- i • ~ . • • • • • • ' . ' ·' ~ I It Couldn't Have Happened n the ~ener;-..l Safet-y I truetions had been followed fo.r they resd: . "LOOSE SLEE Eg OR. 0 fHER LOOSE GARME~ TS ARE D;A 'GER· OUS ~ HE?\ • CAR MOVl" G MA­CHINERY' ANP MU. T • '0 · H WORN .·~ The~ i. straetioJ are prit.t d n •• ,. • . .. • • " • / • ' ' • • ' . ~ • •· ' ' ' fhan to d~ a thing like that.,. Pe.r­hap. s he did know better; maybe he'd been told a hundred time!'. • • B1Jr M8lN GROW 'FHGUGHT . LE3S. I~ PAYS TOTHI K.BE· FOnE WE ACT, No le each ot~e of n ask our­setv , lie qu-estion : Ar we re ll)t thtukiug for he Stlf 'ty of elfrll ve$ luid oth rs7 At we hinkio 'Sde ty Ft a.t.T" Or!\ v w~ .. sQ itt" {t•~· ot­tenthele- ssonsol sat ty th t we ra­eaJI them only . hen' the are bl'OUght hl e <~>·P fr >lll d 1;i1 or •ww> 1;1injuty P. D. Q., :wh o !ooH o-c " .g d Of:»a b ck ict . u' by the shn:y ot a rile !JUt t&h t.b l ~sw; ne a le•~r• ed, wrapt:~ a re olving sh9ft; t.hf mjlln was e.eid nt or some qt!lrv.efo\J.:J il pe. reh\th to the td t oh!!etvance of 1uek ellot.tp;b to ei:W'ape, the lillXt one Let''s leal'n the 1 sons o·f S· fet.r £ f~::ty Rul~ , to r •a.e every man on may be klUe i observe tbe Rafety Mw aud revolv th m Yer d tlle job Tht: u.un~ of w ari g lGoh Rule8 #nd tb4rl! will be no"